defining and fortifying strengths for optimal performance

Peak can help your organization drive major advances in engagement, productivity, and prevention by systematically building competency rather than correcting weakness. Ask yourself,

Why do some people flourish despite difficult circumstances?

How do some employees avoid burnoutsymptoms?

Why do some employees show a high level of work engagement?

What are the characteristics of resilient and flourishing individuals, and what can we learn from them?

How can we use this knowledge to design programs that help people become resilient so that they are capable of bouncing back when the going gets tough?

​Seeing ourselves through another’s objective lens usually gives us a far better view of our true behaviors and strengths, those same behaviors and strengths we will need to display and communicate during our career life cycle. - Michael R. Frazier, Mindfulness, Mindset Moxie and Mojo

​Key Aspects of our Strengths Based Coaching Program:

Our Strengths Based coaching Program was designed to be used in a wide variety of contexts, including:

Our strengths-based program is goal-oriented.

Our strengths-based program contains a systematic means of assessing strengths.

Our strengths-based program sees the environment as rich in resources.

The strengths-based relationship is hope-inducing.

In strengths-based practice the provision of meaningful choices is central, and individuals have the authority to choose.

Our strengths-based program assumes that we best serve clients by collaborating with them.

Strengths-based practice assumes trauma and abuse, illness and struggle, may be injurious but they may also be sources of challenge and opportunity.

Strengths-based practice assumes that the practitioner does not know the upper limits of individuals’ capacity to grow and change.

What is a Weakness Focus?Focusing on what is wrong with an individual is what we call a weakness focus. We place direct attention on negative aspects of an individual. In the context of work and performance, a weakness focus means that we are primarily concerned with behavior that is causing suboptimal or low performance.

For example, during a performance evaluation, the employer is only focused on why an employee is not reaching his sales targets, or why he is not able to communicate well with customers. According to Clifton and Nelson (1996), fixing or correcting weakness will not result in an optimally functioning person or organization. ​In their view, fixing weakness will at best help the individual or organization to become normal or average.​​Average is not the goal.​By focusing on identifying and developing strengths, rather than focusing on weaknesses, we fully engage and enhance the core abilities of people.